Step-by-Step Guide To Hire and Pay a Full-time Remote Worker

Companies try to hire and pay a full-time remote worker in today's business world because of its numerous benefits. Learn how to do it with our guide!
REMOTO WORKFORCE Team I Updated on - December 31, 2022

In today’s business world, many companies are looking to hire remote workers. There are many advantages to hiring a remote worker, including saving on office expenses and increased productivity.

But before you can start reaping the benefits of a remote workforce, you need to know how to hire and pay them. This guide will show you everything you need to do in order to find and pay a full-time remote worker.

Let’s get started!


Step 1: Consider the Hiring Process With a Local Business Partner in the Country

Outsourcing the hiring of remote employees with a local business partner in the country can reduce costs and streamline operations. This kind of outsourcing is usually done through an Employer of Record (EOR) or a Professional Employer Organization (PEO).

EOR is a company that legally employs workers on behalf of other businesses. Usually, EOR operations take place in the same country or in another country with other employment laws.

Through this process, EOR organizations help companies with their day-to-day tasks and business growth by freeing up time spent figuring out and administrating complex HR tasks.

For example, if you are on the way to attracting new talent, Remoto Workforce, which is an American EOR based in Mexico, can help you with the recruitment process while promoting new role positions to be filled by talented full-time, Mexican remote employees.

Our company can assist you in selecting the best candidates for your business compliantly and ethically. The candidates you choose to hire will be on our payroll.

In addition, a PEO provides services related to recruitment, focusing on employee benefits, corporate compliance assistance, and health insurance plans.


What Are the Differences Between EOR and PEO?

An EOR is a good option for small businesses as it saves them time and money spent managing the recruitment process and legally employing remote workers, handles the staffing companies’ payroll taxes, deposits the workers, and takes on all the complex employment responsibilities. 

No sales tax, social security, workers comp, and liabilities. It’s all beneficial.

On the other hand, a PEO helps business owners assume employee benefits, corporate compliance assistance, and health insurance plans.


Step 2: Define the Scope of the Job Position

Ensuring clear expectations are communicated for full-time remote workers is paramount for successful outcomes, and the EOP you selected can help you with that.

For instance, the EOP can provide excellent advice on establishing the scope and objectives for your remote employees. In doing this, you and your remote employees will learn how important it is to be aware of roles from day one and ensure everyone is on the same page.

By taking the time upfront to clarify expectations, all involved can know exactly what needs to be delivered, when, and how.

Additionally, professionally setting expectations with the support of your EOP sets the stage for full-time remote workers to treat their roles seriously and get the job done right.


Step 3: Post your Job and Interview the Right Candidates

Finding the right candidate for any role is an essential yet challenging part of recruitment. Posting a job advertisement on relevant platforms, like LinkedIn or Indeed, ensures there is sufficient exposure and interest.

Furthermore, conducting behavioral interviews is highly beneficial in gauging candidates’ suitability. This type of interview allows employers to assess a candidate’s skills and experiences and allows individuals to ask key questions about the job to determine if it is the right fit.

To learn more about behavioral interviews, we suggest you watch this video.


Ultimately, maximizing exposure via advertised platforms and interviewing will ensure the greatest chances of finding the best-suited candidate for the desired position.


Step 4: Onboard Full-Time Remote Workers Wisely

Sending full-time remote workers all the information they need to become successful on the job is an important part of onboarding.

This includes company information such as mission and values, their specific job duties, and how to communicate effectively with the team, whether that is via email or video conference.

New remote hires should fully understand expectations, access relevant technology and resources, and know how to stay connected with you and your new coworkers.

Establishing these procedures for welcoming a full-time remote worker into your organization will make the transition easier and seamless for both them and the entire team.

Do you want to learn more about excellent onboarding? What this video!


Step 5: Get Into the Habit of Monitoring Your Full-Time Employees

Establishing a regular and structured approach to check-ins and performance reviews can help full-time remote workers stay on track with their projects, feel supported by their manager, and provide the opportunity to gain feedback on their progress in real-time.

When it comes to monitoring your employees, sticking to a schedule also gives full reviewers a chance to easily recognize when someone needs assistance ahead of time, allowing them to adjust resources or timelines accordingly.

A formalized plan can prove beneficial in many ways, so it’s important that conversations between full-time remote workers and supervisors are well-prioritized to ensure continual growth within the organization.


Step 6: Pay Your Remote Worker on Time and Through a Secure Platform

Paying full-time remote workers on time and through a secure platform should be a priority for any organization. Failing to do so can lead to delayed projects, decreased motivation, and a lack of trust among the staff.

Investing in the appropriate payment software or outsourcing payroll services effectively ensures that full-time remote workers receive timely and secure payments.

Additionally, full-time remote workers appreciate knowing they’ll be paid securely and on time, giving them greater peace of mind when beginning their projects.

Don’t let poor payment practices detract from your full-time remote worker’s experience. Pay promptly and securely!


Step 7: Offer Feedback and Support as Needed

As full-time remote workers, staying connected and engaged is important to ensure productivity and success. To show my support, I am available to offer any feedback or support they may need throughout their role.

I want them to be successful and always willing to help out in any way possible. Whether it’s providing ideas to help make processes run smoother or clarifying expectations for a job, I’m here for them every step of the way.

And, of course, positive affirmation along the way is also important!



Follow these steps when hiring a remote worker to ensure that you find the right candidate, set clear expectations from the beginning, and provide ongoing support.

With proper planning and execution, you can successfully manage a remote team and complete your business objectives. Are there any other tips you would add when hiring a remote worker?

Share your thoughts with us!


Our company is a full-service staffing agency specializes in outsourcing remote employees based in Mexico. A business model designed for US companies.

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About Remoto Workforce

Remoto Workforce strengthens small- to mid-sized companies in the US and Canada by offering top-tier outsourced recruiting and hiring of remote employees in Mexico.

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How the Remote Recruiting / Hiring Process Works in NorthAmerica

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